* Average American woman earns approximately 21 percent less than the average man * "Crying is the worst emotion to show at the office," expert says * Remind yourself that most over-the-top reactions are not about business but personal RELATED TOPICS

* Worklife
* Jobs and Labor
* Business(Careerbuilder.com) -- Author BJ Gallagher, who has been a boss and worked for male and female bosses, has a list of tips she's titled, "How to Tell a Male Boss From a Female Boss." -- A male boss is aggressive; a female boss is pushy.

-- A male boss is attentive to details; a female boss is picky. -- He knows how to follow through; she doesn't know when to quit. -- He's ambitious; she's driven.
-- He loses his temper occasionally; she can't control her emotions. -- He isn't afraid to say what he thinks; she's mouthy.
-- He's a man of action; she's impulsive.
-- He controls his emotions; she's cold.
-- He thinks before he acts; she can't make up her mind.
-- He thinks before he speaks; she second-guesses herself.
-- He tells it like it is; she's tactless.The list might read like an e-mail forward that people laugh at, but considering the average American woman earns approximately 21 percent less than the average man, is there any truth to these perceptions? "I can tell you that the exact same behavior is judged differently, depending on whether it's a male or a female doing the behavior. This is true at all levels in the organization," says Gallagher, author of "Everything I Need to Know I Learned From Other Women." It's all about perceptions

Vicky Oliver, author of "Bad Bosses, Crazy Coworkers and Other Office Idiots," says she sees the differences in how people perceive professional men and women. Oliver says leaders of both genders can show aggression and still be accepted by their employees. The problem arises for midlevel professionals. "Yelling, berating underlings, slamming doors, throwing chairs and loud, truculent phone conversations with...

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HumanResource Management
Case Study 1
Managing HumanResources at Barden Bearings
1) Which of the HR objectives facing Mr. Brush are the most important to the success of the business? Prioritize them and justify your list.
From the perspective of Mr. Brush the most important objectives for the success of the business are:
Recruiting and training new hourly employees
Safety and occupational health improvement
New machines and development of new workforce
Managing health costs of an aging workforce
Recruiting and training new employees is very important HR objective for every company. Globalization and modernization of the market created a necessity for constant improvements. It is very important for companies to realize that recruiting and training new people creates an opportunity for innovations, as new and different minds are coming to a company. Moreover, the Barden Bearings Corporation has a problem with aging workers which is another reason for recruiting new employees. A lot of workers are close to retirement, therefore new employees are necessary to fill the positions.
Another important objective is safety and occupational health improvements. Because workers are handling very complex machines there is a high probability for injuries which directly affects the effectiveness of the workforce. As effectiveness of the workers is directly related with the productivity of the company, it is very...

...Science
and M.Sc.(Hons.) Mathematics, BITS Pilani
• Internship - Infrastructure Leasing & Financial Services
• Has worked with South Indian Bank for 1 year as Prob. Assistant Manager
• Undergraduate College – B.Tech in Electronics and Communication from
Govt. Model Engineering College, CUSAT
• Internship - Innovative Ideators, developing Crowdfunding platform
CONTENTS
1.
2.
3.
4.
5.
6.
7.
Corporate structures
Role of finance manager
Time Value of Money
Corporate Budgeting
Accounting Basics
Financial Ratios
Basics of Stock Markets (by Voyage Capital – IIM Indore Mutual Fund)
Corporate Structures
Proprietorships & Partnerships: Owned and run
by one or more individual and in which there is no
legal distinction between the owner and the
business. The owner receives all profits (subject to
taxation specific to the business) and has unlimited
responsibility for all losses and debts. Every asset of
the business is owned by the proprietor, so are the
responsibility for the debts.
Corporations: Also called limited companies, here
the liability of the members or subscribers of the
company is limited to what they have invested or
guaranteed to the company. Limited companies may
be limited by shares or by guarantee. And the former
of these, a limited company limited by shares, may be
further divided into public companies and private
companies.
Proprietorships


Unlimited liability
Personal tax on profits...

...AARON PHILIP
Student Number:
12259723
Module name:
HUMANRESOURCE MANAGEMENT
Module code:
HRM20001S
Lecturer/Tutor:
MR. CHANG CHEN SHENG
Grade:
DECLARATION:
I hereby declare that the attached assignment is my own work. I understand that if I am suspected of plagiarism or another form of cheating, my work will be referred to the Academic Registrar/ or the Board of Examiners, which may result in me being expelled from the program.
Student signature: AARON Date Submitted: 1 JUN 2013­
National University of Ireland, Dublin
Bachelor of Science (MGT)
Intake 43
Modulename:Human Resource Management
Module Code:HRM2001S
Lecturer:Mr. Chang Chen Sheng
Assignment type:Assignment 1
Submitted by:Aaron Philip
Student Number:12259723
Word Count:1043
Submission Date:1 Jun 2013
1. Introduction
For an organization to be successful or competitive, there are few factors which are vital. Strong branding, a good product, competitive pricing and advanced technology are some of the factors which helps in the sustainability of an organisation. However, these factors will amount to nothing without humanresource. Manpower contributes to work productivity and is also responsible for the economical turnover of the organisation....

...﻿
HumanResource Management
04/26/2014
HumanResourcesHumanresource management (HRM) entails the effective utilization of humanresources within an organization by managing people or employee-related activities. HRM is a comprehensive and strategicapproach for managing employees and the work place environment and culture. The humanresource department plans, directs, and coordinates the administrative undertakings in an organization. The department also oversees the recruiting process that involves carrying out job analysis, advertises vacancies, screening or interviewing, hiring new staff, orientating, and offering training to job applicants. Humanresource managers discuss with top managers concerning strategic planning and overall organization development (Alagaraja, 2013). They also provide a link between employees and a firm’s management. The department deals with employee compensation, safety, well being, employee motivation, benefits, and communication. The managers evaluate employee performance, and resolve disputes within organizations.
Humanresource development (HRD) is the branch of humanresource...

...﻿Staffing
Terri Sleeth
OMM618: HumanResource Management
Instructor: Maja Zelihic
March 17, 2014
Staffing Page 1
When we hear the word staffing, we normally think of temporary jobs or medical issues. Staffing can be an issue in all work forces. Many times employees are given third rate equipment and expected to do first rate work. This can be quite frustrating for employees. In this scenario we will examine the issues of the employees and how to achieve a better work force.
There are several ways to look at this scenario; the employees are having difficulty with the tones they are producing for the cell phones. There could be a training issue in that the employees are not sure of how to produce the correct sounds or it may be faulty equipment. Let’s take it as a training issue and view what can be done to resolve the issue. First this author would call the employees together and speak with them about the tones being returned, asking them if there is a problem with their equipment or what stumbling blocks are in their way. Many times this can open the door to bring issues employees are afraid to address to light and help the employees open up.
If this is a training issue then we can being a new training program or look into what issues in the training module...

...the Relationship BetweenHumanResource Management and HumanResource Development
Diana Williams
National American University
Understanding the Relationship BetweenHumanResource Management and HumanResource Development
Humanresource management (HRM) is the umbrella under which all otherhumanresource activities are found. Some of the major activities under the umbrella are: benefits and compensation, health safety and security, humanresource planning, staffing, equal employment opportunity, and humanresource development (HRD) (Werner, DeSimone, 2012). Byars and Rue (2011) define HRM as, “Activities designed to provide for and coordinate the humanresources of an organization” (Byars, Rue, 2011, p.3).
The Goals of HRM
The ultimate goal of HRM is to ensure that all humanresource elements are being provided and are functioning effectively. Whether the management function is accomplished in a centralized department or decentralized throughout the organization, it is a responsibility that is shared by humanresource specialists and line managers (Werner, DeSimone, 2012). It is strategic in nature in that its...

...immigration, video games, sports, and the connection
between gender and math ability model the different argu-
ment types your instructor may assign.
. New student essays include several that are researched to
help you see how to integrate researched material into
your argument as well as how to cite and document it.
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ments show you how to introduce, develop, and conclude
your own arguments.
0 New Toulmin Analysis charts represent complicated concepts
such as the Toulmin system of argument in a visual way,
helping you see the underlying conceptual structure of an
argument and make effective arguments in your course
(Ch. 4, 11 15).
1 Thoroughly revised Chapters 11 15 (Part 4) on different
types of arguments have been rewritten to improve clarity
and ease of use, removing a language of mathematic vari-
ables ( x and y ) and replacing it with simpler, clearer
instruction.
2 New illustrations of research sources show you where to
find author, title, and publication information so that
you can cite and document your research correctly (Ch.
17).
Up-to-date MLA and APA citation examples, including exam-
ples of the most recent style changes, show you how to
correctly cite and document sources in your research
papers (Ch. 17).
A dynamic e-book version of Writing Arguments provides
access to comprehensive writing, research, editing, and
grammar resources within...

...Industrial Relations Systems
TABLE OF CONTENTS
Page 3 Introduction
Pages 4-8 Literature Review
Pages 9-13 Traditional Industrial Relations System
Pages 14-18 Traditional Public Sector Model
Pages 19-21 Analysis and Findings
Page 22 Recommendation
Page 23 Conclusion
Page24 Bibliography
In many Commonwealth Caribbean Countries since the early 1960’s, there have been attempts at Public Sector Reform by replacing the traditional system of Public Administration with what is commonly known as New Public Management and to this day, the successful implementation of such structural adjustment attempts have evaded most Governments who have dared to try. It was evident, however, that there were differences in the way each country attempted to introduce NPM. Jamaica and Barbados, for example, adhered rigorously to the primary tenets of NPM and Trinidad and Tobago by implementing some measures but not others. Humanresource management (HRM) is a term which is now widely used but very loosely defined. It should be defined in such a way as to differentiate it from traditional personnel management and to allow the development of testable hypotheses about its impact. Based on theoretical work in the field of organizational behaviour it is proposed that HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality...